People Assessments and Psychometric Profiling for Recruitment

Why Use People Assessments and Psychometric Profiling for Recruitment?

Take a 'right first time' approach to finding top performers:

• Profile XT pdf
• Profile XT Sales pdf
• Sales Indicator pdf
• Customer Service Perspective pdf

Talk to a member of the TLSA Team about People Assessment and Psychometric Profiling on 0845 600 1556

How to Recruit Top Performers with Psychometric Profiling and People Assessment

Building a successful, motivated team is critical for your personal and business success. 

To avoid recruiting an average or below-average performer into any role a key step is to assess candidate's job match to the specific role in question.  That way you can see who has the attributes to excel in the role. 

You might believe that the  sales leaders or account manager in front of you has the 'personality' and 'experience' to be successful - you only have a 14% chance of choosing the right candidate through interview alone.

Interview skills bear no correlation to on-the-job performance.  You will have paid your recruitment consultancy fees before you find out that you've made a mistake.  Assessing true capability can take up to 3 months. 

A process known as job matching is the most accurate way of predicting performance, capability and potential by comparing candidates against top performers within your organisation. 

We will provide the job matching technology to help you administer your own assessment centre for:

• For All Leadership, Management and Sales Management Roles
  
  The Profile XT -  A powerful psychometric profiling tool which sets a benchmark for high performance. It accurately measures 20 scales covering Cognitive Abilities, Behaviourial Traits and Occupational Interests. With clear, simple, visual reporting it gives you the insight you need to make the right decision.  Download Profile XT data sheet

• Sales Assessments - A Tool for Profiling Your Top Sales Performers
  
  The Profile XT Sales - To build a successful sales team, select only those who have the aptitude, drive and motivation to sell   Download Profile XT Sales data sheet.  

• Sales Assessments - Profiling Top Sales Performers
  
  The Sales Indicator -  A sales assessment that measures 5 critical sales qualities and 7 predictive behaviours, the Sales Indicator compares each candidate against each job profile.     Download Sales Indicator data sheet.

• Customer Service and Service Roles
  
  The Customer Service Perspective - measurees verbal and numerical reasoning; 8 key behavioural traits belonging to outstanding customer service people and a measurement of each person's view of good customer service, will deliver exceptional results.  Download Customer Service Perspective data sheet.

• Online Capability to Administer all Assessments
  
  A Unique Multi-User Online Assessment System to access your own system and use the range of six Profiles assessments.  Call for more details on 0845 600 1556.

Increase Your Chances of Success in Recruitment

A recent study showed that the correlation between the ability to deliver well in a job interview and the ability to do well on the job is just 14 percent, or one good employee out of every seven people you recruit.  There are proven methods to improve this average. The same study considered these methods.

• Background Checks - The 14 percent increases to 26 percent if the candidate passes a series of background checks.
• Personality Tests - If that 26 percent, or roughly one out of four, is still not a big enough percentage for you, consider traditional assessment tools used in the hiring process. These assessments measure personality characteristics. Personality tests raised the rate of success in hiring to 38 percent.
• Abilities Assessments - When applicants were tested for both abilities and personality, employers found they were hiring the right people just over half or about 54 percent of the time.
• Interest Assessments - To take it one step further, the study considered interest assessments, an even more sophisticated tool. This raised the successful hiring rate to 66 per cent.
• Job Match Assessments - The study found that the most impressive and successful assessments are integrated measures of a combination of factors, and also include the concept of job match. They use cutting-edge technology combined with empirical data to evaluate the candidate against employees who are exemplary in performing their duties. These recruitment assessments increased an employer's ability to identify excellent candidates more than 75 percent of the time.

Job Matching for Success

Our assessments are used to define intangible job requirements and help you match employees to the work they do. When people match their jobs, they perform up to and beyond your expectations. Job Match is the primary predictor of job success. It has greater relevance than factors such as age, experience, training, and other particulars that employers use to make human resource decisions.

Job Match Patterns are effective because they compare the qualities of your job candidates to the attributes of your most productive employees. The patterns tell you whether candidates are like or different from your top performers. A study published in the Harvard Business Review concluded that Job Match more accurately predicts job success than any of the commonly accepted factors. Matching people so they fit the work they do builds productivity and job-satisfaction and diminish negative factors such as stress, tension, conflict, miscommunication, and costly employee turnover.  Download Harvard Business Review article on job matching for improved performance.  

Various methods of "testing" have been used for several generations in order to make more efficient people decisions.  However, Profiles International has pioneered an innovative approach to the testing industry by designing employee assessments, not tests, to give you the information you need to know about the people who work for and with you. This is a key difference in concept as "tests" are passed or failed.  The assessments we provide reveal the human characteristics that make each of us unique and individual. They tell us who we are and you cannot fail who you are as a person.

By matching candidates with jobs, you will increase your success rate and reduce turnover.

Next Steps

Call a member of the TLSA Team on 0845 600 1556 for further assistance.

Why Choose TLSA and People Assessments and Psychometric Profiling?

• A Comprehensive Set of Management Tools and support enables you to successfully deal with a full spectrum of people-related challenges and concerns.

• Flexible, Customised Solutions are created for you, whether you choose to integrate these with a development programme, or want a handful of assessments, we will provide an efficient, friendly service.

• Complete Customer Satisfaction and Focus - Our emphasis is on continuous customer satisfaction. We completely train our clients on every aspect of using assessments to get maximum benefit. Your appointed account manager will show you how to use each product to its full extent. You are never in the situation of not knowing how to use something you've bought. Over time, you, too, will become an expert on getting the most from assessments. We also don't tie you into expensive, long-term contracts.

• Training is Our Specialism. We will spend whatever time is necessary to completely train as many people in your organisation as you wish. Typically, it is desirable to have everyone in HR properly familiarised and trained. But many clients want all line managers and executives involved in recruiting to be conversant with the assessment reports and their uses. Many firms find it beneficial to decentralise the selection process and keep from overloading their HR departments. We can facilitate the transition effectively and efficiently.

• Measure the Total Person - An extremely important feature found in several of our products is that we measure the total person. We measure the three most important dimensions of human beings. We measure thinking and reasoning which is essential to knowing how to train people effectively. We measure behavioural traits because top performers in any position will have behavioural traits in common. And we measure occupational interests because people perform much better when they are interested in the work they are assigned and find it challenging at a motivational level. Even if a person has never done a certain kind of work, you may find that with a bit of training they will perform very well on the job if it fits their motivational interests.

• Scientifically Designed for Business - All Profiles products are scientifically and client driven. They have all been developed specifically for business use. Focus groups of clients help us make our assessments better. Our products are validated and revalidated using people in the workplace. Any other assessment company would consider an assessment validation study using 1,000 subjects as a huge study. In our most current validation study, 200,000 working people took part.

• Customised Job Match Patterns - Some Profiles assessments create job match patterns that are customized to fit your company and its corporate culture. Job match patterns are used to assure the new people you recruit will have many of the same job-related attributes as the people you have who are productive and doing an all-around good job for you. While we do not design job descriptions, data contained in assessment reports can be used to give your job descriptions greater value and purpose. You can also use the information as a starting point for creating new job descriptions.

• Suggested Interview Questions - A special feature of Profiles assessments used for placement is suggested interview questions. Too often, interviewers are not sure of the questions that should be asked of a job candidate. Placement decisions are often made on first impressions (experts say in the first five minutes of an interview) and the rest of the interview may consist of the interviewer talking about the job, the company, and, generally, talking the candidate into coming to work for the business. Meanwhile, the job candidate largely remains an unknown quantity. The assessment report aids the interview process because it identifies areas of concern with regard to a candidate's qualifications and it suggests questions to help an interviewer learn essential information that is needed for making good placement decisions.

• Multiple Reports For the Same Cost - Most Profiles assessments generate more than one type of report, making them multi-use management tools. You never pay more for additional reports so you can get additional information without additional expense.

• Solve Employee Performance and Attitude Problems - Management guru Peter Drucker has estimated that two of three hiring decisions will prove to be a mistake during the new employee's first year. Sometimes the employee can be terminated, or leaves, but all too often they stay and are a drain on an organisation's overall productivity. They are also often the source of problems that management must resolve. An employee whose performance is marginal is likely to have a bad attitude toward his or her work - an attitude that can contaminate others. Our products will help to keep the "bad apple" syndrome out of your business.

• Regular and Consistent Revalidation - We validate more than once for a good reason - because assessments can't be allowed to get old. Old is not good in the assessment business because language is not static and assessments are made up of words. The meanings of words change, sometimes quite rapidly, and when meanings change, it can affect how people respond to a questions in an assessment, invalidating the question. If enough questions change, the entire assessment may become invalid. That's why Profiles regularly and consistently revalidates all of our products, question by question. Whenever necessary, revisions are promptly made.

• Easy Integration and Flexibility - Flexibility is the word, too, when it comes to using a multi-user online assessment centre. If your business has more than one location, you can choose whether you want to operate from one corporate multi-user online assessment centre of have a centre for each location. You could, if you wish, set up separate centres for each department within your company. In short, Profiles can custom design a system that fits your style and meets your needs.

• Eliminate Common Hiring Mistakes - A common hiring error occurs when an employer senses an eagerness on the part of a job candidate and mistakes it for an interest in doing the job. So many people want the money, not the work, and they'll leave a job they've only tolerated and take the same job with your company thinking that it will be different. After an initial burst of enthusiasm, the newness of the environment wears off and they dislike your job more than they disliked the job they left. They already found the job unpleasant and now they get mad at themselves for another bad career decision - and that's when the bloom comes off the rose.

• Multi-User Online Assessment Centre - Profiles pioneered the assessment industry in the use of the internet as a delivery system. Our clients have their own Multi-User Online Assessment Centre that is individually branded with each client's name. In effect, this means our clients have a recruiting office, an employment office, and HR department that operate 24 hours a day, seven days a week, and are available from anywhere in the world. We employ the latest technology to make the revolutionary online system convenient to use and user-friendly. Whenever we develop system improvements, they are immediately deployed and provided at no additional cost.

• High Levels of Security and Confidentiality - Profiles has taken every step possible to assure universal access, system reliability, and data protection. Duplicate systems in San Antonio, Texas and London, England not only enhance security, but provide worldwide load balancing, assuring that our clients' multi-user online assessment centres are always online and available for use by thousands of users at a time. Our clients' data is guarded by the latest encryption technology, an impenetrable firewall, a frequent backup schedule, and a multi-level, guaranteed disaster recovery process.

To gain a better understanding of your needs, or receive further information, please call a member of the TLSA Team on 0845 600 1556